What happens when a workforce of scientists, engineers, technicians, firefighters, medical professionals, and support staff all work inside a culture built around questioning assumptions? You get an organization where leaders need to be ready to explain themselves. In this episode of _At Work, Under Pressure_, Jessi Beyer sits down with Dan Raker, Chief Human Resources Officer at Argonne National Laboratory, to talk about scientific culture, employee voice, psychological safety, management, wellness, and what it takes to support a highly technical workforce doing high-stakes work. Dan explains how Argonne’s “culture of discovery” extends far beyond scientific research. Employees expect transparency, evidence, clear explanations, and the ability to challenge assumptions, and those expectations shape how the organization approaches leadership and HR as well. Jessi and Dan discuss: • How a scientific questioning mindset changes the way leaders make and explain decisions • Why employee feedback has to include “closing the loop” rather than simply collecting surveys • How physical safety and psychological safety reinforce one another • Why employees need to feel safe speaking up and stopping work when something feels wrong • Why an EAP is necessary, but not sufficient, for supporting employee mental health • How supervisors often become the first person employees turn to when something serious is happening • How Argonne’s cross-functional Sensitive Issues Coordination Team brings together HR, medical, legal, and security expertise around complex situations Dan also explains that Argonne has intentionally tried to equip managers with resources for situations that go far beyond ordinary performance management, including personal tragedy and suicide-related concerns. This episode is for HR leaders, safety professionals, scientists, engineers, government contractors, people managers, and anyone trying to build a workplace where employees can raise concerns before those concerns become crises. Because a culture of safety is not just about preventing physical harm. It is also about making sure people trust the organization enough to speak when something is wrong.